Human Capital Management Services in Bangladesh
Human capital management is the running of the employee record and cycle as one service: the files, leave, attendance, performance rounds and training records of your staff. PayrollBD builds each record the Bangladesh Labour Act 2006 requires, keeps it current, and hands the file back in order whenever you ask.
What is human capital management?
HCM treats the workforce as something a company keeps records on, develops and answers for, not only pays. In practice it is four kinds of work, and each leaves a document a manager or an inspector can read. The four below are the whole scope, so anything outside them is named as outside before a fee is set.
- The record — every file the Bangladesh Labour Act 2006 requires per worker, built and kept current.
- The cycle — leave, attendance, performance and training run on a calendar rather than on memory.
- The evidence — each round leaves an entry in the file, so a decision can be defended later.
- The handover — the record stays your property and returns to you in order on request.
Where does HCM sit beside HR services?
HCM is the record and development layer, and it borders three other services on this site. Day-to-day HR administration runs under human resource management, the monthly pay run under managed payroll services, and hiring one named professional under professional placement.
This page carries what those three do not: the employee file itself, and the leave, performance and training cycle that writes into it.
Which records follow each employee?
Four records sit at the base of every employee file in Bangladesh, and each one is fixed by a section of the statute rather than by custom. The table names the record, who must provide and keep it, and where the Act fixes it, so any row can be checked against the source.
| The record | Who provides and keeps it | Where the Act fixes it |
|---|---|---|
| Letter of appointment and photo identity card | The employer, before the worker is employed | Section 5 |
| Service book | The employer, at its own cost, in its custody | Section 6 |
| Register of workers | The employer, open to the Inspector in working hours | Section 9 |
| Written leave application and order | The worker applies in writing; the order follows within seven days | Section 10 |
The quoted duties come from the Bangladesh Labour Act 2006, Act No. XLII of 2006, read in the ILO reproduction of the Act: the appointment letter and photograph identity card under section 5, the service book provided at the employer’s own cost and kept in its custody under section 6, the register of workers open to the Inspector under section 9, and the written leave application with its order under section 10. Where a figure is not verified against the Act’s text, it is not printed here. Reviewed by Eicra Binte Islam, HR Admin, PayrollBD.
What does managed HCM cover?
Four blocks of work, and each one ends in a record rather than a promise. Together they carry the employee lifecycle from the first file to the last handover, and any block you already run well stays with you rather than being billed twice.
How does an HCM engagement begin?
Five stages, and the first is a read rather than a build. The files you already hold decide the scope of everything after them, so nothing is rebuilt that already stands, and nothing missing is discovered after the fee has been set. Each stage below ends with something your HR team can hold.
- Audit the employee files. Every existing file is read against the Act’s list: appointment letter, identity card, service book, register entry and leave record.
- Build the missing records. Gaps are closed file by file, with the date each record was created kept honest rather than backdated.
- Set the leave and attendance cycle. Applications in writing, orders inside the statutory window, and the register kept current as people join and leave.
- Run performance and training rounds. Objectives, reviews and training records added to each file on a cycle your managers actually keep.
- Report and hand over. A monthly report of the record position, and the whole file returned to you in order whenever you ask.
What gets asked about managed HCM?
These four questions come up before nearly every engagement, and the first is always the fee. Each answer states the position first, then names the section or the document it rests on, so the point can be checked rather than taken on trust.
What does human capital management cost?
The fee is set by three things: your headcount band, how many sites the staff sit on, and which parts of the cycle we run for you, from records only up to the full leave, attendance, performance and training round.
A written scope with the fee against it comes before any work begins, and a part of the cycle you already run well is left with you rather than billed.
Which employee records does the law require?
Four records sit at the base of every employee file in Bangladesh. Section 5 of the Bangladesh Labour Act 2006 requires a letter of appointment and a photograph identity card before a worker is employed. Section 6 requires a service book, provided at the employer’s own cost and kept in the employer’s custody.
Section 9 requires a register of workers open to the Inspector during working hours, and section 10 requires leave to be applied for in writing.
Who owns the employee data and records?
Your company does, at every point. We build the files, keep them current and hold them ready for an inspection, but the service books, registers and leave records are your company’s property and are handed back in full whenever you ask, in a form the next provider or your own HR team can read.
Nothing we build locks you to us, and that is written into the engagement rather than promised beside it.
When does managed HCM not fit?
It does not fit a company hiring one named professional, which is a placement, or a team you want employed by a provider rather than by your company, which runs under employer of record. Where the only need is the monthly pay run, managed payroll alone is the cheaper answer.
Managed HCM earns its fee where the employee records, leave and performance cycle all need one owner, and where your case is narrower we say so at the scope.
Put the employee record in order
Send your headcount, the number of sites and which parts of the cycle are currently unowned. We come back with the record gaps we expect to find, the scope we would run, and the fee against that scope before any work begins. Companies whose need is really hiring or payroll alone are told so at the same reply.